Employee Performance Management is a procedure for establishing a common workforce understanding in what will be performed at an organization level. It is all about aligning the organizational goals with the employees’ measures that are established, development strategies, competence requirements, skills and the delivery of results. The emphasis is on progress, learning and development to make a high-performance workforce and as a way to reach the general company strategy.
Performance Management started around 60 years past as a supply of income justification and was utilized to determine an employee’s wage predicated on performance. Organizations used Performance Management to drive behaviors from the employees to get particular outcomes. For individual workers who were solely motivated by fiscal rewards, this worked well in practice.
But where workers were driven by learning and development of their abilities, it failed miserably. The difference between the development of skills and knowledge and reason of pay became a massive difficulty in the usage of Performance Management. This became clear in the late 1980s; the realization that a complete way of handle and reward performance was needed. Continue reading